1.1 Professional development is a planned process of improving and increasing capabilities of staff. Within our setting it is the people who work within our organisation that determine its success. As a setting we are continually developing and enhancing our skills and knowledge to know that our clients are getting the best service and support available. Professional development enables us to keep up to date and make changes proactively to make sure the service is relevant and appropriate for service users.

As a setting we have a vision and all professional development is planned and in line with the vision of our organisation. By continuing professional development the day to day challenges and pressures are manageable, as we are able to transform in response to changing situations and requirements.

1.2 When improving professional development it is important to improve barriers to personal, social, emotional and intellectual barriers. This enables us to make sure the welfare of the staff is paramount as well as the clients. Within professional development it is essential to improve work/life balance and take into consideration family and other commitments, so that work pressures can be managed and overcome.

1.3 Within our setting all professional development is planned during supervision meetings with individuals, this enables us to achieve specific outcomes that are focussed on the needs or wishes of the individual, these outcomes can also contribute to the learning needs of the organisation.

Within our setting we select individuals to attend training opportunities and courses to develop specialist skills and knowledge which they can then use to feedback and train other staff. Continued professional development is paramount within our setting and is a major part of staff development and progress. Throughout both school and residential areas formal learning opportunities are sought these are in the form of mentoring by senior staff, appraisals, and supervision sessions. Informal learning opportunities arise through support from work colleagues, organisational learning opportunities for personal development that links in with the residential and school development plan can be recognised by gaining relevant sources of information and support from senior staff and achieving personal and professional goals. As a manager it is important to direct staff and have them understand that there should be no limit to opportunities, that even if you start at the bottom you have the opportunity to move to the top, with support.

1.4 Factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date are how we should asses the relevance of sources and systems of support in relation to personal, professional and organisational goals. Within our setting individuals are observed and giving the opportunity to evaluate their work and decide on ways they’d like to move themselves and the setting forward. All individuals set goals and are supported to achieve them. Firstly we establish what kind of learner the individual are and look at the ways we can achieve the best outcome for the individual. The benefits that professional development brings have to ensure that it is purposive and planned and also meets the individual needs of our staff. This also helps us address any organisational needs.

Within our setting activities for keeping knowledge and practice up to date, are consisted within training day sessions and twilight evening sessions. All relevant information for keeping knowledge and practice up to date are discussed in staff meetings and 1-1 meeting with relevant staff. Any important changes that are to be highlighted are sent via memos and notice boards, during supervision meetings and dealt with quickly and appropriately. Changes to care standards and legislation etc are relayed to staff via personal memos and staff meetings....

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...supervision with a regular ‘set’ agenda, but any issues /concerns can be discussed to allow for continual professionaldevelopment (see below) (refer to supervision policy and a copy of the supervision template).
The benefits of having CPD (continual professionaldevelopment) are that it helps ensure that the service user benefits from a high quality service with knowledgeable and experienced staff. This is achieved by identifying areas of development that are relevant and supportive to all involved. It also helps maintain and increase competence and confidence. It allows the staff team to update and improve knowledge, develop expertise and provides challenges and helps maintain motivation.
The GSCC (General Social Care Council), although the Council ended in 2012 there still exists (under the Skills for Care - a Code of Practice) specific requirements. Section 3 states that; as a social care employer you must provide training and development opportunities to enable social care workers to strengthen and develop their skills and knowledge. CPD is a mandatory part of the role and the NMS (National Minimum Standards) Standard 18 states that; children are looked after by staff who are trained and competent to meet their needs. And that staff receive high quality training to enhance their individual skills and to keep them up-to-date with professional and legal...

...Unit 5 Dtlls
Assignment title: Continuing personal &amp; professionaldevelopment &amp; reflective practice.
In the lifelong learning sector, employers have the responsibility to work closely with their teams and develop their teaching and delivery skills. it is important that their staff members and team are qualified to teach at all different level and take steps to develop their expertise. teachers must also actively research and develop their assessing skills, what other learning materials and ways of interacting with learning, what resources are out their to meet the needs of the individual.
“Continuing professionaldevelopment means minting, improving and broadening relevant knowledge and skills in your subject specialisim and your teaching training, so that it has a positive impact on experiences and activities that improve practice. this demonstrates con tuning development as a teacher or trainer (institute of learning: 2009).
i keep a continuing professionaldevelopment (CPD) folder for evidence of my continuous training and development, this also consists of critical reflection journals on the different experiences of learning, as a result of this it creates an action plan for future development and training.
it is important to develop the ability to reflect on my practice swell as my training and research, the methods used and...

...The definition of professionaldevelopment varies in school districts and educators agree that the term is ever changing and involves the use of technology. Some educators have said that the term has an operational definition. In the article, key design factors in durable instructional technology professionaldevelopment, author John Wells offers the following definition for educators within the context of the technological age:Professional development…goes beyond the term training with its implications of learning skills, and encompasses a definition that includes formal and informal means of helping teachers not only learn new skills, but also develop new insights into pedagogy and their own practices, and explore new or advanced understandings of content and resources. [This] definition of professionaldevelopment includes support for teachers as they encounter the challenges that come with putting into practice their evolving understanding about the use of technology to support inquiry-based learning (p.2).
Professionaldevelopment may encompass various characteristics such as goals and outcomes aligned to the districts, relevant topics in trainings, opportunities for staff collaboration, development maintained by an on-site coordinator, high quality and professional training and evaluations to determine...

...reputation, standards and overall success is heavily dependent on the care that they provide. Therefore, their Continuing ProfessionalDevelopment (CPD) is key to the success of the organisation. It would be foolish to believe that putting caregivers through Induction training, and then the mandatory annual training updates; in order to tick all the boxes required by CQC, would be adequate. There needs to be a change in culture, as manager I aim topromote this change within Home Instead. Due to time restraints and lack of resources I am fully aware that we could do more with the staff, including myself, with regards to CPD, I have written my own Personal Development Plan (PDP) and included the objective of implementing more CPD for all staff. We will become a ‘learning organisation’ by making it part of everyday life, then the burden of finding the time is less as it becomes integrated in the way people work and not just a task or a chore that they have to do.
It is called Continued ProfessionalDevelopment because it is an ongoing process; there is always room for improvement. McGill and Beaty (1995) said; “CPD is the nurturing of an attitude to life and work which promotes a responsible, creative and proactive approach”. Megginson and Whitaker (2007) more recently defined it as; “CPD is a process by which individuals take control of their own learning and...

...approach(es) and implications for leading professionaldevelopment identified in the article you chose. Draw on materials and ideas from Theme 3 of this module in carrying out this analysis. Analyze the extent to which the approach relates to an organisational context known to you.
The abstract I have selected for review and analysis, with most relevance to my own professionaldevelopment and therefore is of most interest to me is that of Lyndon &king : can a single, short continuing professionaldevelopment workshop cause change in the classroom ?
This article refocuses attention on the classroom, specifically on the importance of teacher Professionaldevelopment in enhancing and changing teachers’ knowledge and skills in ways that lead to improvement in student performance.it is based on research carried out for ESEU study into how far is short continuing professionaldevelopment is effective? The demonstrated success of the ESEU model of short, single workshops in bringing about lasting change in practice is noteworthy, given the emphasis in the literature that CPD can only be effective if it is sustained ; is delivered by a well-trained provider, within a well-structured workshop that provides opportunities for exploration, practice and peer feedback. Providing a factual framework discussed by many educational researchers,...

...ProfessionalDevelopment Opportunities
NAYCE (National Association for the Education of Young Children) - http://www.naeyc.org
NAYCE is a vast among the Early Childhood Education. The programs feed knowledgeable information to Early Childhood teachers. Teachers can become a member and go to many Expos and Conference to meet other teachers and program directors. NAYCE also have educational books online for teachers to develop more learning into their classroom and curriculum.
CAT (Creative Art Team)- http://www.creativeartsteam.org/professional-development/professional-development/early-childhood-professional-development-initiativ
The CAT website provides an Early Childhood ProfessionalDevelopment Initiative workshop for mentoring teachers. The schools who wish to participate for the workshop will have five days of in-services for students, in class mentoring and coaching with four teachers, on site staff development and second-five hour’s professionaldevelopment with CAT. The workshop is free for all teachers who are interested to join.
Collaborative for Children- www.collabforchildren.org/training-child-care-providers
The Collaborative for Children is a learning development for teachers in the surrounding Houston area and online for all Early Childhood...

...ProfessionalDevelopment Cycle
Self analysis Understanding your current skills and knowledge and considering where to improve
SWOT analysis Reﬂect on your own strengths, weaknesses, opportunities and threats
Current CV and proﬁles Analysing your current situation in terms of skills and experience
Job role analysis Reﬂect on skills and knowledge required for current or future job roles and identify areas for development
CILIP PKSB Reﬂect on skills and knowledge required within profession and identify areas for developmentDevelopment planning Planning areas and activities to support professionaldevelopmentDevelopment plan Regularly updated plan including areas for development, planned activities, intended outcome, and timescale
Opportunities What sort of activities have you been involved in for your own professionaldevelopment?
Prioritising opportunities Identifying the professionaldevelopment opportunities with most potential beneﬁt
Alignment with development priorities Will it develop skills or knowledge that is a priority for you at the moment? Could it enable you to develop skills or knowledge that could be of use to you in future? http://www.ﬂickr.com/photos/10687935@N04/5963949378/
Beneﬁts Beneﬁts for you Developing skills Improving knowledge...

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Marcia Scobey
ProfessionalDevelopment Plan
LDR/531
May 18, 2015
Prof. Sandra Griffin
ProfessionalDevelopment Plan
This professionaldevelopment plan will help determine the need of the team, and to help us improve. Learning Team c has done a DiSC Assessment to better develop this team. This plan is to also show myself as a leader that I can be flexible with the different personality types and know what I need to do to get my team or that individual to improve their goals. This is also an opportunity for me to focus on any weaknesses that I may have and to improve on my strengths to make sure team C is able to grow.
A professionaldevelopment plan documents the goals, required skill and competency development, and objectives a staff member will need to accomplish in order to support continuous improvement and career development (Duke Human Resources, 2013). To prepare a plan, it is important that a leader or manager knows what type of success they want for their team. Goble & Horm said, “To maximize your professionaldevelopment opportunities, it is important to set goals, plan for and seek professionaldevelopment opportunities, map a career path, and acquire ongoing knowledge and skills” (2010, p. 88).
Style Types
The DiSC Platinum rule is a...